This policy was recommended by the Academic Senate
on April 10, 1997 and
approved by the President on July 14, 1997. This policy supersedes
PS 95-05.

I. GENERAL PROVISIONS

A. The number of leaves granted in any one semester or year in
any department, college, or the campus as a whole, shall not be
so great as to disrupt the continued and regular course offerings
or to affect the level of the quality of education offered to the
students. An approved leave may be deferred for up to one year in
order to avoid adverse impact on programs or educational quality.

B. Each College faculty may adopt a professional leave document
which outlines the procedures for the election of the College Professional
Leave Committee and which may include criteria for a sabbatical
or difference-in-pay leave in addition to the University criteria
stated in this policy. College professional leave policies and procedures
are subject to review and approval by the Vice President for Academic
Affairs, in consultation with the University Faculty Personnel Policies
Council.

C. An applicant for a sabbatical leave or difference-in-pay leave
shall forward a request, with the appropriate information of the
applicant's plan of study, research, or travel and service together
with a statement of the benefits which would accrue to the CSU.

D. Each faculty member/librarian granted a sabbatical leave or
difference-in-pay leave will be required to sign a statement agreeing
to carry out the proposal to the best of his/her ability. In addition,
final approval of a sabbatical leave or difference-in-pay leave
shall not be granted until the faculty member/librarian has filed
with the President's designee a suitable bond or an accepted statement
of assets (not including PERS holdings) and/or a promissory note
that is individually or collectively at least equal to the amount
of salary paid during the leave. The guarantee posted shall indemnify
the State of California against loss in the event the faculty member/librarian
fails to render the required service in the CSU following return
of the employee from the leave.

E. Normally, a faculty member/librarian on sabbatical leave or
difference-in-pay leave shall not accept employment elsewhere (although
he/she may go on a Fulbright or similar fellowship or accept payment
of travel expenses connected with a sabbatical program). There may
be a rare instance where employment would contribute to the goal
of the individual's leave. The intention to do so, however, must
be clearly stated in the leave plan submitted and must be approved
in advance. The burden of proof shall be on the individual in any
such exceptional circumstance to demonstrate the worth of such employment.
Such employment shall be minimal and purely incidental and subject
to prior approval of the President's designee.

F. A faculty member/librarian on sabbatical leave or difference-in-pay
leave shall not accept additional employment without prior approval
of the President's designee.

H. A faculty member/librarian granted sabbatical leave or difference-in-pay
leave may be required by the President's designee to provide verification
that the conditions of the leave were met. The statement of verification
shall be provided to the President's designee and the applicable
Professional Leave Committee.

I. A faculty member/librarian shall render service to the CSU upon
return from a sabbatical leave or difference-in-pay leave at the
rate of one term of service for each term of leave.

J. Each faculty member/librarian on sabbatical leave or difference-in-pay
leave shall be entitled to exercise all his/her normal faculty privileges.

K. Each faculty member/librarian granted a sabbatical or difference-in-pay
leave shall, upon return to service, submit a written report of
study to the department chair, dean/director of the college, and
the President's designee for inclusion in his/her personnel file.
In addition, faculty granted sabbaticals should be prepared to present
the results of the sabbatical leave in a department and/or college
seminar.

II. ELIGIBILITY

A. Sabbatical Leave: A full-time faculty/librarian employee shall
be eligible for a sabbatical leave if he/she has served full-time
for six years at that campus in the preceding seven-year period
prior to the leave and at least six years after any previous sabbatical
leave or difference-in-pay leave. Credit granted toward the completion
of the probationary period for service elsewhere shall also apply
towards fulfilling the eligibility requirement of a sabbatical.
A leave of absence without pay or service in an academic administrative
appointment excluded from the bargaining unit shall not constitute
a break in service or eligibility requirements.

B. Difference-in-Pay Leave: The same provisions as in II.A. above
shall apply with respect to eligibility for a difference-in-pay
leave, with the exception that a faculty member will be eligible
for a subsequent difference-in-pay leave after he/she has served
full time for three years after the last sabbatical leave or difference-in-pay
leave.

III. SALARY CONDITIONS OF LEAVE

A. Sabbatical Leave: The salary of a faculty member on a sabbatical
leave shall be in accordance with the following:

1. One semester at full salary.

2. Two semesters at one-half of full salary.

The salary of a librarian employee on a sabbatical leave shall
be in accordance with the following:

1. Four months at full salary.

2. Eight months at one-half of full salary.

B. Difference-in-Pay Leave: The salary for a difference-in-pay
leave for a faculty employee shall be the difference between the
faculty employee's salary and the minimum salary of the instructor
rank. The salary for a difference-in-pay leave for a librarian employee
shall be the difference between the librarian employee's salary
and the minimum salary of the lowest comparable time-base librarian
rank.

IV. PROCEDURES

A. Sabbatical Leaves

1. A Professional Leave Committee composed of tenured faculty/librarian
employees shall review sabbatical leave applications in each college.
The professional leave committee shall be elected by probationary
and tenured faculty/librarian employees of the unit. A faculty/librarian
employee applying for a sabbatical leave shall not be eligible for
election to the Professional Leave Committee.

2. The applicant's request for a sabbatical leave shall be forwarded
through the department chair to the College Professional Leave Committee.
The department chair shall provide a statement to the dean regarding
the possible effect on the curriculum and the operation of the department
if the faculty member is granted a sabbatical leave.

3. The College Professional Leave Committee on the basis of the
material submitted shall evaluate the applications and make recommendations
to the College dean. The committee's review shall consider questions
related to the quality of the proposed sabbatical project. The dean
shall review the committee's recommendations and forward his/her
recommendation to the President's designee. Prior to making a recommendation
to the President's designee regarding the sabbatical leave application,
the dean/director shall consider the recommendations pursuant to
the above provisions, other campus program needs, and campus budget
implications.

4. Deadlines: Applications for sabbatical leave for the following
year must be submitted to the College Professional Leave Committee
by the third Monday in November. The College Professional Leave
Committee shall forward its recommendations to the dean of the college
by the second Monday in December. The dean's recommendations and
accompanying proposals should be submitted to the Academic Personnel
Office by the third Monday in December.

5. For faculty holding joint appointments in two or more departments
or programs, the following procedures shall apply:

a. The department chair or director of each affected academic unit
shall provide a statement regarding the possible effect on the curriculum
and the operation of that unit if the faculty member is granted
a sabbatical leave.

b. If the faculty member holds a joint appointment in two or more
colleges, the faculty member's proposal shall be reviewed by the
college Professional Leave Committee which the faculty member considers
the most appropriate for the evaluation of his/her proposal. The
college-level committee shall consider questions related to the
quality of the proposed leave project, and shall forward its recommendation
to the deans of the affected colleges. Those deans shall confer
about the proposal and the recommendations received, and shall,
if possible, forward their joint recommendation to the President's
designee. In cases of disagreement, each dean may forward a separate
recommendation.

6. Prior to making a final determination regarding the sabbatical
leave and the conditions of such an approved leave, the President's
designee shall consider the recommendations made pursuant to the
above provisions. The President's designee shall respond in writing
to the applicant and such a response shall include the reasons for
approval or denial. If a sabbatical leave is granted, the response
shall include any conditions of such a leave. A copy of this response
shall be provided to the chair(s) of the affected department(s)
and the Professional Leave Committee.

B. Difference-in-Pay Leaves

1. A Departmental Professional Leave Committee composed of tenured
faculty unit employees shall review difference-in-pay leave requests.
The departmental committee shall be elected by probationary and
tenured faculty unit employees. A faculty unit employee applying
for a difference-in-pay leave shall not serve on this committee.

2. The faculty unit employee shall submit a request for a difference-in-pay
leave request through the department chair to the Departmental Professional
Leave Committee. The department chair shall provide a statement
to the College dean regarding the possible effect on the curriculum
and the operation of the department/program should the employee
be granted a difference-in-pay leave.

3. The Departmental Professional Leave Committee shall evaluate
the difference-in-pay leave applications submitted and forward its
recommendations to the College dean. The committee's review shall
consider questions related to the quality of the proposed difference-in-pay
leave. The dean shall review the departmental committee's recommendations
and forward his/her recommendation to the President's designee.
Prior to making a recommendation to the President's designee regarding
the difference-in-pay leave application, the dean/director shall
consider the recommendations pursuant to the above provisions, other
campus program needs, and campus budget implications.

4. Applications for difference-in-pay leave for the following year
must be submitted to the Departmental Professional Leave Committee
by the third Monday in February. The Departmental Professional Leave
Committee shall forward its recommendations to the dean/director
by the second Monday in March. The dean/director's recommendations
and accompanying proposals shall be submitted to the Academic Personnel
Office by the third Monday in March.

5. When a faculty unit employee is afforded an unexpected opportunity,
such as external funding, a scholarship or fellowship, a rapid and
expedited review for a difference-in-pay leave will be provided.

V. CRITERIA

A. The minimum eligibility requirements which must be met for sabbatical
or difference-in-pay leave to be authorized are set forth in Section
II, above. Faculty must apply according to procedures set forth
in Section IV, above, and must file a detailed plan of study, research,
travel, or service. The application must state how the carrying
out of this plan by the faculty member will be of benefit to the
CSU.

B. A sabbatical or difference-in-pay leave shall be for purposes
which provide a benefit to the CSU; a benefit provided to this campus
in particular shall be considered a benefit to the CSU. The benefit
to be derived from the granting of a leave is dependent upon the
nature of the leave activities proposed and also upon their being
completed as planned. In determining whether the granting of a leave
will provide a benefit, committees and administrators shall consider
the following:

1. The value of the completion of the proposal to the University.
This assessment may consider the needs of the program/department
to which the faculty member is assigned (or may be assigned). The
following are considered of value to the University:

a. Improved instructional effectiveness (for example, intellectual
and professional growth of the applicant, exploration or training
in new instructional modes and methodologies) with the exclusion
of study toward completion of any degree including the terminal
degree.

b. Scholarly and creative contributions to the field (for example,
publication, exhibits, performance).

c. Research activities or projects which directly contribute to
instructional effectiveness or to University-community interrelationships.

2. The likelihood that the proposal will be completed as planned,
and will result in definite accomplishments as stated in the plan.
The program should therefore be clearly stated (purpose, methodology,
specific work to be undertaken, expected outcomes). Evidence in
the form of the proposer's training, background or past achievements,
or in the form of work on the project already begun should be cited.

3. The necessity of a leave for the completion of the proposal.

C. If it is necessary to defer an approved sabbatical leave because
of its impact on a department's ability to offer its programs, a
difference-in-pay leave may be offered to the applicant, as an alternative
to the deferred sabbatical leave, provided that the unpaid portion
of the applicant's salary can be guaranteed to the applicant's department
for replacement faculty. If two or more sabbatical leaves are approved
for members of a single department or equivalent unit, and some
but not all of them must be deferred, the decision concerning which
leaves to defer shall be based on:

1. Specific programmatic needs (e.g., the need to offer a specific
course or courses) stated by the department chair or college dean.

2. The number of years of full-time employment in the CSU system
since the last sabbatical leave, or since employment if no previous
sabbatical leave is on record.